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1 SECURITIES AND EXCHANGE COMMISSION 17 CFR Parts 240 and 249 [Release No ; File No. S ] RIN 3235-AK78 Implementation of the Whistleblower Provisions of Section 21F of the Securities Exchange Act of 1934 AGENCY: Securities and Exchange Commission ( Commission ). ACTION: Final rule. SUMMARY: The Commission is adopting rules and forms to implement Section 21F of the Securities Exchange Act of 1934 ( Exchange Act ) entitled Securities Whistleblower Incentives and Protection. The Dodd-Frank Wall Street Reform and Consumer Protection Act, enacted on July 21, 2010 ( Dodd-Frank ), established a whistleblower program that requires the Commission to pay an award, under regulations prescribed by the Commission and subject to certain limitations, to eligible whistleblowers who voluntarily provide the Commission with original information about a violation of the federal securities laws that leads to the successful enforcement of a covered judicial or administrative action, or a related action. Dodd-Frank also prohibits retaliation by employers against individuals who provide the Commission with information about possible securities violations. EFFECTIVE DATE: August 12, 2011

3 F. Rule 21F-6 -- Criteria for Determining Amount of Award G. Rule 21F-7 -- Confidentiality of Submissions H. Rule 21F-8 -- Eligibility I. Rule 21F-9 -- Procedures for Submitting Original Information J. Rule 21F Procedures for Making a Claim Based on a Successful Commission Action K. Rule 21F Procedure for Making a Claim Based on a Successful Related Action L. Rule 21F-12 & Materials that May be Used as the Basis for an Award Determination and that May Comprise the Record on Appeal; Right of Appeal M. Rule 21F Procedures Applicable to Payment of Awards N. Rule 21F No Amnesty O. Rule 21F Awards to Whistleblowers who Engage in Culpable Conduct P. Rule 21F Staff Communications with Whistleblowers III. Paperwork Reduction Act IV. Economic Analysis V. Regulatory Flexibility Act Certification VI. Statutory Authority I. Background and Summary Section 922 of Dodd-Frank added new Section 21F to the Exchange Act, entitled Securities Whistleblower Incentives and Protection. 1 Section 21F directs that the Commission pay awards, subject to certain limitations and conditions, to whistleblowers who voluntarily provide the Commission with original information about a violation of the securities laws that leads to the successful enforcement of an action brought by the Commission that results in monetary sanctions exceeding $1,000,000. On November 3, 2010, we proposed Regulation 21F to implement new Section 21F. 2 The rules contained in proposed Regulation 21F defined certain terms critical to the operation of the whistleblower program, outlined the procedures for applying for 1 Pub. L. No , 922(a), 124 Stat 1841 (2010). 2 Proposed Rules for Implementing the Whistleblower Provisions of Section 21F of the Securities and Exchange Act of 1934, Release No ( Proposing Release )

4 awards and the Commission s procedures for making decisions on claims, and generally explained the scope of the whistleblower program to the public and to potential whistleblowers. We received more than 240 comment letters and approximately 1300 form letters on the proposal. 3 Commenters included individuals, whistleblower advocacy groups, public companies, corporate compliance personnel, law firms and individual lawyers, academics, professional associations, nonprofit organizations and audit firms. The comments addressed a wide range of issues. Many commenters provided views on an issue we highlighted in the proposing release the interplay of the whistleblower program and company internal compliance processes. Commenters also expressed a range of views on other significant issues, including the proposed exclusions from award eligibility for certain categories of individuals or types of information, the availability of awards to culpable whistleblowers, the procedures for submitting information and making a claim for an award, and the application of the statutory antiretaliation provision. As discussed in more detail below, we have carefully considered the comments received on the proposed rules in fashioning the final rules we adopt today. We have made a number of revisions and refinements to the proposed rules. Taken together, we believe these changes will better achieve the goals of the statutory whistleblower program and advance effective enforcement of the federal securities laws. The 3 The public comments we received are available at In addition, to facilitate public input on the Dodd- Frank Act, the Commission provided a series of links, organized by topic, on its website at

5 revisions of each proposed rule are described in more detail throughout this release, but the following are among the most significant: Internal Compliance: A significant issue discussed in the Proposing Release was the impact of the whistleblower program on companies internal compliance processes. While we did not propose a requirement that whistleblowers report through internal compliance processes as a prerequisite to eligibility for an award, we requested comment on this topic, and we included in the proposed rules several other elements designed to encourage potential whistleblowers to utilize internal compliance. Commenters were sharply divided on the issues raised by this topic. After considering these different viewpoints, we have determined not to include a requirement that whistleblowers report violations internally, but we have made additional changes to the rules to further incentivize whistleblowers to utilize their companies internal compliance and reporting systems when appropriate. o With respect to the criteria for determining the amount of an award, the final rules expressly provide: first, that a whistleblower s voluntary participation in an entity s internal compliance and reporting systems is a factor that can increase the amount of an award; and, second, that a whistleblower s interference with internal compliance and reporting is a factor that can decrease the amount of an award. o The final rules contain a provision under which a whistleblower can receive an award for reporting original information to an entity s internal compliance and reporting systems, if the entity reports information to the - 5 -

6 Commission that leads to a successful Commission action. Under this provision, all the information provided by the entity to the Commission will be attributed to the whistleblower, which means that the whistleblower will get credit -- and potentially a greater award -- for any additional information generated by the entity in its investigation. o The final rule extends the time for a whistleblower to report to the Commission after first reporting internally and still be treated as if he or she had reported to the Commission at the earlier reporting date. We proposed a lookback period of 90 days after the whistleblower s internal report, but in response to comments, we are extending this period to 120 days in the final rules. Procedures for Submitting Information and Claims: The proposed rules set forth a two-step process for submitting information, which required the submission of two different forms. In response to comments that urged us to streamline the procedures for submitting information, we have adopted a simpler process, combining the two proposed forms into a single Form TCR that would be submitted by a whistleblower under penalty of perjury. With respect to the claims application process, we have made one section of that form optional to make the form less burdensome. We also describe in greater detail below several other features of the process to assist whistleblowers that we expect will become part of the Office of the Whistleblower s standard practice. Aggregation of smaller actions to meet the $1,000,000 threshold: The proposed rules stated that awards would be available only when the Commission - 6 -

7 had successfully brought a single judicial or administrative action in which it obtained monetary sanctions of more than $1,000,000. In response to comments, we have provided in the final rules that, for purposes of making an award, we will aggregate two or more smaller actions that arise from the same nucleus of operative facts. This will make whistleblower awards available in more cases. Exclusions from award eligibility for certain persons and information: The proposed rules set forth a number of exclusions from eligibility for certain categories of persons and information. In response to comments suggesting that some of these exclusions were overly broad or unclear, we have revised a number of these provisions. Most notably, the final rules provide greater clarity and specificity about the scope of the exclusions applicable to senior officials within an entity who learn information about misconduct in connection with the entity s processes for identifying, reporting, and addressing possible violations of law. II. Description of the Rules A. Rule 21F-1 General Rule 21F-1 provides a general, plain English description of Section 21F of the Exchange Act. It sets forth the purposes of the rules and states that the Commission s Office of the Whistleblower administers the whistleblower program. In addition, the rule states that, unless expressly provided for in the rules, no person is authorized to make any offer or promise, or otherwise to bind the Commission with respect to the payment of an award or the amount thereof

8 B. Rule 21F-2 Definition of a Whistleblower a. Proposed Rule As proposed, Rule 21F-2(a) defined a whistleblower as an individual who, alone or jointly with others, provides information to the Commission relating to a potential violation of the securities laws. Under the proposed rule, a company or another entity could not qualify as a whistleblower. Paragraph (b) of the proposed rule stated that the anti-retaliation protections set forth in Section 21F(h)(1) of the Exchange Act would apply irrespective of whether a whistleblower satisfied all the procedures and conditions to qualify for an award under the Commission s whistleblower program. Similarly, the protections against retaliation applied to any individual who provided information to the Commission about a potential violation of the securities laws. Paragraph (c) of the proposed rule stated that, to be eligible for an award, a whistleblower must submit original information to the Commission in accordance with all the procedures and conditions described in Proposed Rules 21F-4, 21F-8, and 21F-9. b. Comments Received Commenters advanced a number of suggestions to refine the definition of whistleblower. Many commenters agreed that the definition of whistleblower should not turn on whether a violation of the securities laws is ultimately adjudged to have occurred, 4 but expressed differing opinions on our proposal to use the term potential violation. One commenter agreed that the whistleblower definition should include the 4 See, e.g., letters from Committee on Federal Regulation of Securities, Section of Business Law, American Bar Association ( ABA ); Project of Government Oversight ( POGO ); Jones Day; Wells Fargo Advisors, LLC ( Wells Fargo ); and Society of Corporate Governance Professionals

9 term potential violation because this would allow broad application of the antiretaliation measures in Section 21F. 5 Several other commenters recommended that the term potential violation should be coupled with a requirement that the individual have a reasonable belief or good faith belief that the information relates to a securities law violation. 6 Some commenters suggested instead of the term potential violation, we should use the terms probable violation, likely violation, or claimed violation. 7 On other aspects of the definition of whistleblower, one commenter recommended that we clarify that a violation of the securities laws relates only to the federal securities laws and not to violations of state or foreign securities laws. 8 A few commenters recommended that a whistleblower be limited to a person who provided information relating to a material violation of the securities laws. 9 Two commenters disagreed with the proposed rule s limiting whistleblower status to natural persons, 10 suggesting that non-governmental organizations and/or worker representatives, including labor unions, should be permitted to bring claims See letter from POGO. 6 See, e.g., letters from Jones Day; Wells Fargo; and Morgan Lewis. As discussed further below in the text, commenters asserted that a reasonable belief or good faith standard is necessary to prevent employees from making bad-faith allegations of retaliation. 7 See, e.g., letters from ABA; Goodwin Procter. 8 See letter from ABA. 9 See, e.g., letters from ABA; and Society of Corporate Secretaries and Governance Professionals ( Society of Corporate Secretaries ). 10 See, e.g., joint letter from Voices for Corporate Responsibility, Change to Win, National Employment Lawyers Association, Government Accountability Project ( VOICES ); and Mike G. McCluir. 11 See letter from VOICES

10 A number of commenters responded to our request for comment on whether we should limit the definition of whistleblower to a person who provides information regarding violations of the securities laws by another person some favoring this, 12 others opposing it. 13 Several of the commenters recommended that we limit the whistleblower definition based on an individual s relative culpability for the reported violation. For example, some commenters stated that the definition of whistleblower should cover only individuals who report violations by another person, and who did not participate in or facilitate the violations. 14 Commenters made several suggestions relating specifically to the scope of the anti-retaliation protections. Among other things, commenters recommended that we expressly state in the rules that the anti-retaliation provisions do not apply to an individual if (1) he files a false, fraudulent, or bad faith and meritless submission; 15 (2) he lacks a good faith or reasonable belief of a violation; 16 or (3) the submission does not 12 See letters from Chris Barnard; Thompson Hine LLP; William A. Jacobson, Angel Prado, and Yaozhi Ye ( Cornell Securities Law Clinic ); Evolution Petroleum Corp.; Securities Industry and Financial Markets Association ( SIFMA ); The Washington Legal Foundation; Morgan Lewis; Continewity LLC; Davis Polk & Wardwell LLP ( Davis Polk ); Oppenheimer Funds. 13 See, e.g., letters from Grohovsky, Vogel, and Lambert ( Grohovsky Group ); Peter van Schaick. 14 See, e.g., joint letter from Americans for Limited Government; Ryder Systems, Inc.; Financial Services Institute, Inc.; U.S. Chamber of Commerce; Verizon; and White & Case, LLP ( Chamber of Commerce Group ). 15 See, e.g., letters from Connolly & Finkel; National Association of Corporate Directors ( NACD ); Investment Company Institute ( ICI ); Valspar; Auditing Standards Committee of the Auditing Section of the American Accounting Association ( Auditing Standards Committee ); U.S. Chamber of Commerce Center for Capital Markets Competitiveness and the U.S. Chamber of Institute for Legal Reform ( CCMC ); joint letter from General Electric Company, Google, Inc., Honeywell, Inc., JPMorgan Chase & Co., Microsoft Corporation and Northrop Grumman Corporation ( GE Group ); Jones Day; TECO Energy. Two commenters suggested that the Commission should consider whether it can apply additional sanctions to any person who uses the whistleblower process in bad faith. See joint letter from the Financial Services Roundtable and the American Bankers Association ( Financial Services Roundtable ); letter from TECO Energy. 16 See letters from Chris Barnard; Paul Hastings

11 evince a reasonable likelihood of a violation of securities laws. 17 Another commenter suggested the anti-retaliation provisions should only apply to those who qualify for an award. 18 Several commenters proposed that the anti-retaliation provisions should categorically exempt a company s adverse action against an employee based on factors other than whistleblower status, 19 such as engaging in culpable conduct, 20 failing to comply with the reporting requirements of a company s internal compliance programs, 21 or violating a professional obligation to hold information in confidence. 22 One commenter explained that, without a categorical exemption, the broad anti-retaliation provisions of the statute could prompt a wave of litigation alleging retaliation in such circumstances See letter from Goodwin Proctor. 18 See letter from NACD (commenting that not limiting anti-retaliation protection to those who satisfy the conditions for an award opens the door for employees to submit fake allegations that may cause reputational harm to the company and/or unfairly embarrass corporate employees and leadership ). 19 See letters from Thompson Hine; Americans for Limited Government ( ALG ); AT&T; Equal Employment Advisory Council ( EEAC ); Connolly & Finkel; ICI; GE Group; Society of Corporate Secretaries; Association of Corporate Counsel; Financial Services Roundtable; Davis Polk; ABA; joint letter from Allstate Insurance Company, American Institute of Certified Public Accountants, American Insurance Association, Americans for Limited Government, Association of Corporate Counsel, AT&T, Center for Business Ethics, Dover Corporation, FedEx Corporation, Financial Services Institute, Inc., Pharmaceutical Research and Manufacturers of America, Retail Industry Leaders Association, Royal Caribbean Cruises Ltd, Ryder Systems, Inc., UPS, U.S. Chamber of Commerce, U.S. Chamber of Commerce Institute for Legal Reform, Verizon and White & Case, LLP ( Allstate Group ). 20 See letters from ALG; Allstate Group; Morgan Lewis; Davis Polk; ABA. 21 See letters from Thompson Hine; see also letters from ALG; Allstate Group; Connolly & Finkel; NACD; TECO Energy; Association of Corporate Counsel. 22 See letter from the ABA. 23 See letter from ALG; see also letter from Allstate Group

12 Commenters made a series of other suggestions related to the scope and enforceability of the anti-retaliation protections, including that we should: (1) clarify our authority to bring enforcement actions based on retaliation; 24 (2) provide that the antiretaliation remedies may not be waived by any agreement, policy, or condition of employment; 25 and (3) exclude from anti-retaliation protection employees whose submissions are based on information that is either publicly disseminated or which the employee should reasonably know is already known to the company s board of directors or chief compliance officer, a court, the Commission or another governmental entity. 26 c. Final Rule In response to the comments, we have made several changes to the definition of whistleblower in Rule 21F-2(a) and the application of the anti-retaliation provisions in Rule 21F-2(b) to more precisely track the scope of Section 21F(h)(1). We are adopting Rule 21F-2(c) as proposed, but have re-designated it as Rule 21F-2(a)(2). With respect to the definition of whistleblower, we agree with those commenters who suggested that the term potential violation may be imprecise, and thus in the final rule have changed this to possible violation that has occurred, is ongoing, or is about to occur. We believe that this modification provides greater clarity concerning when an individual who provides us with information about possible violations, including possible future violations, of the securities laws qualifies as a whistleblower. An individual would 24 Letter from Alex Hoover; see also letters from Bryan Maloney; National Coordinating Committee for Multiemployer Plans ( NCCMP ). 25 See letter from Kaiser Saurborn & Mair. 26 See letter from ABA

13 meet the definition of whistleblower if he or she provides information about a possible violation that is about to occur. Although some commenters recommended that we use the terms probable violation or likely violation, we have decided to use the term possible violation. In our view, this requires that the information should indicate a facially plausible relationship to some securities law violation frivolous submissions would not qualify for whistleblower status. We believe that a higher standard requiring a probable or likely violation is unnecessary, and would make it difficult for the staff to promptly assess whether to accord whistleblower status to a submission. In the final rule, the definition of whistleblower clarifies that the submission must relate to a violation of the federal securities laws, or a rule or regulation promulgated by the Commission. An individual who submits information that relates only to a state law or foreign law violation would not satisfy the whistleblower definition. The final rule also clarifies that, to qualify as a whistleblower eligible for the award program and the heightened confidentiality provisions of Section 21F(h)(2) of the Exchange Act, an individual must submit his or her information to the Commission in accordance with the procedures set forth in Rule 21F-9(a). 27 Rule 21F-9(a) establishes procedures for an individual to mail, fax, or electronically submit to us information relating to a possible securities law violation. As proposed, our definition could have been misconstrued to apply to any individuals who provide us with information relating to a securities law violation, including individuals whom we subpoena and law 27 The statutory definition of whistleblower in Section 21F(a)(6) of the Exchange Act provides that the Commission may establish by rule or regulation the manner in which an individual provides the Commission information so as to qualify as a whistleblower for purposes of the awards program

14 enforcement personnel from other governmental authorities. This result would have been outside the intended scope of Section 21F. We have not added a requirement that the information relate to a material violation of the securities laws. We believe that, rather than use a materiality threshold barrier that might limit the number of submissions to us, it is preferable for individuals to provide us with any information they possess about possible securities violations (irrespective of whether it appears to relate to a material violation) and for us to evaluate whether the information warrants action. 28 To the extent that commenters advanced this suggestion as a way to prevent individuals from abusing the anti-retaliation protections afforded by Section 21F(h) of the Exchange Act, we believe this issue is sufficiently addressed by the revisions to Rule 21F-2(b), discussed further below. To the extent that commenters suggested this approach as a way to reduce frivolous submissions, we believe our use of the term possible violation sufficiently addresses this concern. We have decided not to extend the definition of whistleblower beyond natural persons because we believe that this is consistent with the statutory definition, which provides that a whistleblower must be an individual. The ordinary meaning of individual is natural person, 29 and nothing in the statutory text or legislative history suggests a different meaning here. Although one commenter identified a reference to individuals in the False Claims Act to argue that the term should be read to extend beyond natural persons, we note that the False Claims Act otherwise repeatedly refers 28 We do not expect potential whistleblowers to make a fact-dependent materiality assessment. 29 See, e.g., Jove Engineering, Inc. v. I.R.S., 92 F.3d 1539, (11 th Cir. 1996) (quoting BLACK S LAW DICTIONARY 773 (6 th ed. 1996), and WEBSTER S NEW COLLEGIATE DICTIONARY 581 (8 th ed. 1979))

15 to whistleblowers as persons (which ordinarily extends beyond natural persons), 30 and we believe this explains the different result under that Act. 31 We have modified proposed Rule 21F-2(b) s anti-retaliation protections, which are now in Rule 21F-2(b)(1). We are also adding Rule 21F-2(b)(2), which expressly states that the Commission may enforce the anti-retaliation provisions of Section 21F(h)(1) of the Exchange Act and any rules promulgated thereunder. Rule 21F-2(b)(1) provides that, for purposes of the anti-retaliation protections afforded by Section 21F of the Exchange Act, an individual is a whistleblower if (i) he possesses a reasonable belief that the information he is providing relates to a possible securities law violation (or, where applicable, to a violation of the provisions set forth in 18 U.S.C. 1514A(a)) that has occurred, is ongoing, or is about to occur, and (ii) he reports that information in a manner described in Section 21F(h)(1)(A). With respect to the first prong of this standard, the employee must possess a reasonable belief that the information he is providing relates to a possible securities law violation (or, where applicable, to a violation of the provisions set forth in 18 U.S.C. 30 Compare 31 U.S.C. 3730(e)(4)(B) with id. 3730(b)(1) ( A person may bring a civil action. ), and id. 3730(b)(4)(B)(5) ( When a person brings an action. ). 31 The ABA made several additional recommendations to clarify and/or narrow the definition of whistleblower. See letter from ABA. Specifically, the ABA recommended that we: (1) exclude from the definition individuals who provide information that is clearly stale (e.g., flawed disclosure in a ten-year old proxy statement); (2) require as part of the definition that the individual have a non-speculative basis in fact or knowledge to support the potential securities law violation; and (3) exclude from the definition individuals who provide information that is either publicly disseminated [already] or which the employee should reasonably know is already known to the company s board of directors or chief compliance officer, a court or the Commission or another governmental entity. With respect to clearly stale information, we believe that this is already addressed by the requirement that the information relate to a possible violation, because we view this term as encompassing a requirement that the violation must be potentially actionable, which would preclude plainly stale violations. Similarly, we believe that the possible violation requirement excludes submissions that have no basis in fact or knowledge. Finally, rather than addressing in the threshold definition of whistleblower information that is already publicly known, we have addressed this issue in Rule 21F-4 in the definition of original information

16 1514A(a)) 32 that has occurred, is ongoing, or is about to occur. The reasonable belief standard requires that the employee hold a subjectively genuine belief that the information demonstrates a possible violation, and that this belief is one that a similarly situated employee might reasonably possess. 33 We believe that requiring a reasonable belief on the part of a whistleblower seeking anti-retaliation protection strikes the appropriate balance between encouraging individuals to provide us with high-quality tips without fear of retaliation, on the one hand, while not encouraging bad faith or frivolous reports, or permitting abuse of the anti-retaliation protections, on the other. 34 This approach is consistent with the approach followed by various courts that have construed the anti-retaliation provisions of other federal statutes, including the False Claims Act, 35 to require that a whistleblower have a reasonable belief that he or 32 This parenthetical reflects the fact that the anti-retaliation protection afforded by Section 21F(h)(1)(A)(iii) includes not only reports of securities law violations, but also various other violations of federal law (e.g., 18 U.S.C. 1341, 1343, 1344, and 1348). 33 See, e.g., Livingston v. Wyeth, Inc., 520 F.3d 344, 352 (4th Cir. 2008); Clover v. Total Sys. Servs., Inc., 176 F.3d 1346, 1351 (11th Cir.1999). 34 See, e.g., Parker v. B&O R. Co., 652 F.2d 1012, 1020 (D.C. Cir. 1981) (holding, in Title VII retaliation case, that [t]he employer is sufficiently protected against malicious accusations and frivolous claims by a requirement that an employee seeking the protection of the opposition clause demonstrate a good faith, reasonable belief that the challenged practice violates Title VII ); McDonnell v. Cisneros, 84 F.3d 256, 259 (7th Cir.1996) ( There is nothing wrong with disciplining an employee for filing frivolous complaints ); Hindsman v. Delta Airlines, 2010 DOL Ad. Rev. Bd. 58 LEXIS at *10 (ARB Jun. 30, 2010) (interpreting the anti-retaliation provisions of the Wendell H. Ford Aviation Investment and Reform Act, which explicitly excludes frivolous complaints and those brought in bad faith, as requiring a reasonable belief by the whistleblower that the violation of the statute has occurred). 35 See Fanslow v. Chi. Mfg, Ctr., 384 F.3d 469, 480 (7 th Cir. 2004) (noting that several circuits had held that the relevant inquiry to determine whether an employee s actions are protected under the False Claims Act is whether (1) the employee in good faith believes, and (2) a reasonable employee in the same or similar circumstances might believe, that the employer is committing fraud against the government ) (citing Moore v. Cal. Inst. of Tech., Jet Propulsion Lab, 275 F.3d 838, 845 (9 th Cir. 2002); Wilkins v. St. Louis, 314 F.3d 927, 933 (8 th Cir. 2002), and McNeil v. Empl. Sec. Dep t, 2002 Wash. App. LEXIS 1900, at *15-*16 (Wash. Ct. App. Aug. 9, 2002) (same))

17 she is reporting a violation of that statute even where the statute does not expressly require such a showing. 36 The second prong of the Rule 21F-2(b)(1) standard provides that, for purposes of the anti-retaliation protections, an individual must provide the information in a manner described in Section 21F(h)(1)(A). This change to the rule reflects the fact that the statutory anti-retaliation protections apply to three different categories of whistleblowers, and the third category includes individuals who report to persons or governmental authorities other than the Commission. Specifically, Section 21F(h)(1)(A)(iii) which incorporate the anti-retaliation protections specified in Section 806 of the Sarbanes- Oxley Act, 18 U.S.C. 1514A(a)(1)(C) provides anti-retaliation protections for employees of public companies, subsidiaries whose financial information is included in the consolidated financial statements of public companies, and nationally recognized statistical rating organizations 37 when these employees report to (i) a federal regulatory or law enforcement agency, (ii) any member of Congress or committee of Congress, or (iii) a person with supervisory authority over the employee or such other person working 36 See, e.g., Calhoun v. United States Dep t of Labor ( US DOL ), 576 F.3d 201, 212 (4 th Cir. 2009) (antiretaliation provisions of the Surface Assistance Transportation Act); Knox v. US DOL, 232 Fed. App. 255, (4 th Cir. 2007) (Clean Air Act); Williams v. US DOL, 157 Fed. Appx (4 th Cir. 2005) (Toxic Substances Control Act, Solid Waste Disposal Act and Clean Air Act); see also Vinnett v. Mitsubishi Power Systems, 2010 DOL Ad. Rev. Bd. LEXIS 69 at *12 (ARB Jul. 27, 2010) (Energy Reorganization Act requires reasonable belief of violation); Carter v. Electrical District No. 2 of Pinal County, 1995 DOL Sec. Labor LEXIS 153 (July 26, 1995) (requiring reasonable belief under anti-retaliation provisions of environmental statutes). Other anti-retaliation provisions, such as the anti-retaliation provisions enacted by Section 806 the Sarbanes-Oxley Act of 2002, expressly contain a reasonable belief standard. See 18 U.S.C. 1514A(a). 37 The anti-retaliation protections afforded by Section 806 of the Sarbanes-Oxley Act have also been read to cover employees of agents or contractors of public companies in certain situations. See Klopfenstein v. PCC Holdings Corp, 2006 DOL Ad. Rev. Bd. LEXIS 50 (ARB May 31, 2006) (employee of a private subsidiary of a public company was covered under Section 806 where private subsidiary acted at direction of public company in taking adverse action against complainant); Lawson v. FMR LLC, 724 F. Supp. 2d 167, 169 (D. Mass. 2010) (employees of private investment advisers to investment companies were covered by Section 806), on appeal, No (1st Cir.)

18 for the employer who has authority to investigate, discover, or terminate misconduct. However, the retaliation protections for internal reporting afforded by Section 21F(h)(1)(A) do not broadly apply to employees of entities other than public companies. 38 In addition, Rule 21F-2(b)(1)(iii) provides that the retaliation protections apply to a whistleblower irrespective of whether the whistleblower is ultimately entitled to an award. This provision of the rule restates a result compelled by the text of Section 21F(h)(1), which on its face provides retaliation protection to whistleblowers irrespective of whether they actually collect an award. 39 Rule 21F-2(b)(2) states that Section 21F(h)(1) of the Exchange Act, including any rules promulgated thereunder, shall be enforceable in an action or proceeding brought by the Commission. Because the anti-retaliation provisions are codified within the Exchange Act, we agree with commenters that we have enforcement authority for violations of Section 21F(h)(1) by employers who retaliate against employees for making reports in accordance with Section 21F. 40 With regard to the other significant comments made regarding the anti-retaliation provisions in Rule 21F-2(b), for the reasons set forth below we find that it is either inappropriate or unnecessary to make the modifications that those commenters 38 In a few limited situations reporting by employees of subsidiaries and NRSRO s covered by SOX Section 806, and by employees whose reports were required or protected under SOX or the Exchange Act, see Section 21F(h)(1)(A)(iii) internal reporting is expressly protected. 39 Indeed, providing whistleblowers anti-retaliation protection only if they ultimately receive an award could unduly deter whistleblowers from coming forward with information. Under that approach, a whistleblower would not be protected from retaliation if he or she had provided accurate information about the employer s violation, but for some reason no successful Commission action was brought or the whistleblower was not awarded a payment. 40 Section 21F(h)(1)(B)

19 recommended. Regarding the comments that we should categorically provide that employees who make whistleblower reports to us may be disciplined for reasons independent of their whistleblowing activities, we think this is unnecessary. By its terms, the statute only prohibits adverse employment actions that are taken because of any lawful act by the whistleblower to provide information; adverse employment actions taken for other reasons are not covered. Moreover, there is a well-established legal framework for making this factual determination on a case-by case basis, 41 and we see no indication that Congress intended to depart from this framework here. 42 With regard to the comment expressing concern that entities might require employees to waive their anti-retaliation rights under Section 21F, we believe that possibility is foreclosed by the Exchange Act. Specifically, because Section 21F is 41 This framework involves burden-shifting analysis. See, e.g, Roadway Express, Inc. v. US DOL, 495 F.3d 477, (7 th Cir. 2007); Scott v. Metropolitan Health Corp., 234 Fed Appx. 341, 346 (6 th Cir. 2007) (applying burden shifting analysis to retaliation claim under the False Claims Act). See generally McDonnell Douglas Corp. v. Green, 411 U.S. 792 (1973). It provides that (1) the employee must first make a prima facie case of retaliation (that is, that he or she engaged in protected activity, has suffered an adverse employment action, and that the action was causally connected to the protected activity), (2) the burden then shifts to the employer to articulate a legitimate, non-retaliatory reason for its employment decision, after which (3) the burden shifts to the employee to show that the proffered legitimate reason is in fact a pretext and that the job action was the result of the defendant s retaliatory animus. E.g., Collazo v. Bristol-Myers Squibb Mfg, Inc., 617 F.3d 39, 46 (1 st Cir. 2010) (citations and quotations omitted). While anti-retaliation claims brought under the Sarbanes-Oxley Act of 2002 ( SOX ) (unlike with Section 21F) are governed by a slightly different framework, under that framework the determination of whether an employee was disciplined for retaliatory or legitimate reasons is likewise a fact-bound inquiry. SOX claims are governed by the procedures applicable to whistleblower claims brought under the Wendell H. Ford Aviation Investment and Reform Act for the 21 st Century. See 18 U.S.C. 1514A(b)(2). Under that statute, the employee bears the initial burden of making a prima facie showing of retaliatory discrimination because of a specific act ; once the employee makes that showing, [t]he burden then shifts to the employer to rebut the employee s prima facie case by demonstrating by clear and convincing evidence that the employer would have taken the same personnel action in the absence of protected activity. See Day v. Staples, Inc., 555 F.3d 42, 53 (1 st Cir. 2009). 42 We note that where Congress intended to categorically exclude from anti-retaliation protections of certain statutes those employees who, without any direction from the employer, deliberatively committed violations of those statutes, it has expressly said so. See., e.g., 33 U.S.C. 1367(d) (excluding such employees from anti-retaliation protections of Federal Water Pollution Control Act); 15 U.S.C. 2622(e) (TOSCA); 42 U.S. 6971(d) (Solid Waste Disposal Act); 42 U.S.C. 7622(g) (Clean Air Act); 42 U.S.C. 9610(d) (CERCLA); 42 U.S.C. 5851(g) (Energy Reorganization Act)

20 codified in the Exchange Act, it is covered by Section 29(a) of the Exchange Act, which specifically provides that [a]ny condition, stipulation, or provision binding any person to waive compliance with any provision of this title or any rule or regulation thereunder... shall be void. 43 Thus, under Section 29(a), employers may not require employees to waive or limit their anti-retaliation rights under Section 21F. C. Rule 21F-3 - Payment of Award a. Proposed Rule Paragraphs (a) and (b) of Proposed Rule 21F-3 summarized the statutory requirements for payment of an award based on a covered action or a related action. Paragraph (a) stated that, subject to the eligibility requirements in the Regulation, the Commission will pay an award or awards to one or more whistleblowers who voluntarily provide the Commission with original information that leads to the successful enforcement by the Commission of a federal court or administrative action in which the Commission obtains monetary sanctions totaling more than $1,000,000. Paragraph (b) described the circumstances under which the Commission would also pay an award to the whistleblower based upon monetary sanctions that are collected from a related action. Payment based on the related action would occur if the whistleblower s original information led the Commission to obtain monetary sanctions totaling more than $1,000,000, the related action is based upon the same original information that led to the successful enforcement of the Commission action, and the related action is brought by the Attorney General of the United States, an appropriate regulatory agency, a selfregulatory organization, or a state attorney general in a criminal case U.S.C. 78cc(a)

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